Our Services
Every decision we make is shaped by a clear sense of purpose and evidence.
Unitea is a race-centred, intersectional consultancy informed by public health evidence and psychosocial research. We centre race because the evidence connecting racial discrimination to adverse health outcomes is the most extensive and well-documented in the field. We work intersectionally because race compounds with gender, sexuality, disability, class, faith and other dimensions of diversity, that produce the most complex and critical outcomes at those intersections. Thus, any serious examination of inequity has to account for that.
Our work covers three areas: diagnosing where structural inequity exists in organisations and measuring its impact on the people experiencing it; examining pay equity through intersectional analysis and the pay processes that produce gaps; and providing independent, objective advisory when organisations face acute situations involving race and discrimination. Across all three, the approach is structural, evidence-based, and grounded in the understanding that workplace discrimination is a public health issue with consequences that extend far beyond the workplace itself.
Our Suite of Services.
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Diagnosing what your organisation is doing to its people, and building the framework to change it.
Racism and discrimination are a public health crisis, yet despite mounting evidence, they do not receive the seriousness that the evidence demands. Our understanding of how racism intersects with health is largely confined to healthcare settings - Black maternal mortality, healthcare access, elevated levels of depression and anxiety. Yet, the intersection of health and race in the workplace is often neglected, despite the fact that most adults spend the majority of their waking lives at work, in environments where instances of discrimination can be severely concentrated and can significantly impact people’s lives on multiple levels - their mental health, their physical health, their financial stability, their access to housing, and their relationships.
Organisations collect substantial data on diversity, colleague experience, sickness and absence. Yet, that data is rarely interrogated for what is actually represents. A dashboard might show that 45% of ethnically diverse colleagues leave within 12 months, compared to 20% of their white counterparts. Those numbers are noted and reported, but the story behind them - the harms being inflicted, the health consequences accumulating, the reasons people are leaving or enduring - remains unexamined. There is a widening gap between what organisations measure and what they understand. Without closing that gap, meaningful change is not possible.
The Diagnostic and Accountability Framework exists to close it. It combines structural analysis with peer-reviewed and validated psychometric instruments, and trauma-informed qualitative research. It then translates those findings into a governed and measurable Accountability Framework that holds the organisation to account in embedding structural change.
Timeline: Typically 10-16 weeks.
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The headline figure doesn’t tell you the full story. It tells you a disparity exists - but not why.
Most organisations approaching ethnicity pay gap reporting calculate a headline figure, publish it and accompany it with a statement of intent. The problem is that a headline figure alone does not give you enough to act on. A gap of 8% across the whole organisation might conceal near-parity at junior levels, and a gap of 25% or more for Black women at senior grades. Without disaggregation, you cannot see who is most affected. Additionally, without examining the pay processes that are producing the gap, in terms of how starting salaries are set, how bonuses are allocated, where discretion sits - you cannot explain why it exists or build a credible plan for closing it.
This service provides both: the disaggregated picture (by grade, function, tenure, and intersecting characteristics) and the structural explanation. It is designed for organisations that want to understand their pay gap properly.
Timeline: Typically 8-10 weeks.
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When something goes wrong, how you respond determines who you really are. Who do you want to be?
Many organisations will, at some point, face an acute moment of pressure around race and discrimination. It could be related to a pattern of resignations among racially minoritised employees, allegations of discriminatory behaviour by a senior leader, a grievance that has become public, a whistleblowing disclosure, media scrutiny of internal practices, or a redundancy process that disproportionately affects staff from specific backgrounds.
Most organisations respond to these situations using internal functions e.g. legal, HR, risk, communications - that are competent in other contexts but often ill-equipped for the specific dynamics of race discrimination cases. The result, more often than not, is escalation rather than resolution. So, legal exposure grows rather than shrinks, greater harms are inflicted on the employee(s), settlements that could have been avoided end up in the five and six figures, attrition among the minoritised employees who witnessed the response increases, and reputational damage persists in public search results and people’s minds for years.
This service provides independent and objective advisory - devoid of the institutional conflicts of interest that sometimes shape how internal teams handle the situation. It can be engaged during a live and ongoing matter, after a process has concluded, or before one arises. Sensitive Case Advisory exists to help organisations navigate these moments with integrity and empathy, without turning a difficult situation into a defining one.
Every engagement is scoped individually and handled with complete discretion and confidentiality.
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For organisations in the implementation phase of their race equity work, we offer independent strategic guidance, progress reviews and accountability support on a monthly or quarterly basis. A sustained relationship with someone who knows your organisation, understands where you are trying to get to, and will be honest with you about whether you are getting there.
Retainer arrangements are discussed following an initial engagement.